Republic of the Philippines
DEPARTMENT OF LABOR AND EMPLOY!
Intramuros, Manila ee
VAN 2005
Bits
DEPARTMENT ADVISORY No. 2
Series of 2009
Guidelines on the Adoption of Flexible Work Arrangements
|. Purpose
This Advisory is being issued to assist and guide employers and
employees in the implementation of various flexible work arrangements
as one of the coping mechanisms and remedial measures in times of
ecoromic difficulties and national emergencies. Adoption of flexible
work arrangements is considered as a better allemative than the
outright termination of the services of the employees or the total closure
of the establishment. Anchored on voluntary basis and conditions
mutually acceptable to both the employer and the employees, it is
recognized as beneficial in terms of reduction of business costs and
helps in saving jobs while maintaining competitiveness and productivity
in industries.
ll, Concept
The Department recognizes the desirability and practicality of
flexible work arrangements that may be considered by employers after
consultation with the employees, taking into account the adverse
consequence of the situation on the performance and financial
condition of the company.
Flexible work arrangements refer to alternative arrangements or
schedules other than the traditional or standard work hours, workdays
and workweek.
The effectivity and implementation of any of the flexible work
arrangements provided herein shall be temporary in nature.
Ill, Flexible Work Arrangements
The following are the flexible work arrangements which may be
considered, among others:
1. Compressed Workweek refers to one where the normal
workweek is reduced to less than six (6) days but the
total number of work-hours of 48 hours per week shall
remain. The normal workday is increased to more thanu
employs
eight hours but not to exceed twelve hours, without
corresponding overtime premium. The concept can be
adjusted accordingly depending on the normal
workweek of the company pursuant to the provisions of
Department Advisory No. 02, series of 2004, dated 2
December 2004.
Reduction of Workdays refers to one where the normal
workdays per week are reduced but should not last for
more than six months.
Rotation of Workers refers to one where the employees
are rotated or alternately provided work within the
workweek,
Forced Leave refers to one where the employees are
required to go on leave for several days or weeks utilizing
their leave credits if there are any.
Broken-time schedule refers to one where the work
schedule is not continuous but the work-hours within the
day or week remain.
. Flexi-holidays schedule refers to one where the
employees agree to avail the holidays at some other
days provided there 's no diminution of existing benefits
as a result of such arrangement.
nder these flexible work arrangements, the employers and the
ees are encouraged to explore alternative schemes under any
agreement and company policy or practice in order to cushion and
mitigate the effect of the loss of income of the employees.
IV. Administration of Flexible Work Arrangements
The parties to the flexible work schemes shall be primarily
‘ible for its administration. In case of differences of interpretation,
responsi
the following guidelines shall be observed:
1. The differences shall be treated as grievances under the
2.
applicable grievance mechanism of the company.
If there is no grievance mechanism or if this mechanism is
inadequate, the grievance shall be refered to the
Regional Office which has jurisdiction over the
workplace for appropriate conciliation.3. To facilitate the resolution of grievances, employers are
required to keep and maintain, as part of their records,
the documentary requirements proving that the flexible
work arrangement was voluntarily adopted.
V. Notice Requirement
Prior to its implementation, the employer shall notify the
Deparment through the Regional Office which has jurisdiction over the
workplace, of the adoption of any of the above fiexible work
arrangements. The notice shall be in the Report Form attached to this
Advisory.
The Regional Office shall conduct an ocular visit to validate
whether the adoption of the flexible work arrangements is in
accordance with this issuance.
Manila Philippines, 23 lomeg 2009.
Dept of Lato & Enon
‘ic of he Sere
wu aDOLE WSEC Report For
Republic ofthe Philippines
Department of Labor and Employment
Jntramuros, Manila
REPORT ON THE ADOPTION OF FLEXIBLE WORK ARRANGEMENTS DURING ECONOMIC DIFFICULTIES AND NATIONAL EMERGENCIES
1.Name of establishment: Address: Tel. No,
2. Nature of business: Total no. of employees: Male: Female:
3.Scheme/s adopted: Period Covered Departments/Sections affected Employees affected
date start date end Male Female
a. Compressed workweek
b. Reduction of workdays
c.Rotation of employees
¢.Broken-time schedule
{.Flexi-holiday schedule
C
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+ d.Forced leave t
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4g. Other arrangements
Note: Please attach a comparison of regular work schedule and new work schedule per scheme except (d) Forced Leave.
4. Implication of the scheme/s adopted on
a. Employees (describe briefiy)
b. Employer (describe briefly)
5.The scheme is agreed upon voluntarily by the employees.
‘Employees’ Representative Employer/Representative
(erint name & signature) (@rint name & signature)
Date accomplished